#anonymous

Bring back the survey you bloody cowards, too afraid of your employees you’d rather bury your head in a hole?

As the title states, how are the other departments doing in fab 8? Have any positions been backfilled since last year? Management is acting so despondent. AI this, pick up the slack, no work. What the heck is going on?

Mr. Walton was the CRO for Fiserv pre-merger. Then one day he just disappeared. Does anyone know what happened to him?

Stop putting AI meetings during lunch hour. We already know AI is coming for our jobs because you’re forcing it down our throats! Now you want to take my lunch too!!!!

I see people on this board agreeing about how bad things are, but in real life I work with people who don't seem to care. Nobody seems too worried about layoffs, the secrecy, or the eroding culture. How can anyone not be angry about this?

https://royaldutchshellplc.com/2026/07/06/shell-spying-files-dr-john-huong-malaysia-and-the-whistleblower-who-said-he-was-being-watched/

The way they keep us in the dark about everything is exhausting. I shouldn't have to rely on internet forums to figure out my own job security. This is going to backfire on them eventually.

I've come to realize that no matter how hard you work or how much you care, you're just a number to the people running this place. It took me a while to accept that, but once I did, I stopped taking things so personally. It's actually liberating.

Do you think Sarah London has any idea who The Clash even are.

This has bugged me for a long time.

An Independence Day poll.
Who is honest on LLs?
Is it REALLY anonymous?

https://youtube.com/shorts/bTirlcEgwhU?si=uCHukooPHHJUEbgP

I need advice on how to deal with a certain type of coworker. There’s a guy on my team who talks a lot in meetings and always volunteers easy solutions to every problem that comes up. But after the meeting, he’s nowhere to be found. None of his “solutions” actually materialize, and there’s no real follow-through on anything he says. It seems he’s 100% focused on creating the perception that he’s the solution guy, the smartest one in the room, the one who has it handled, but in practice he’s not even close to that. Basically, he’s a meeting hero / work zero. The frustrating part is that management hears him in these meetings and happily believes he’s actually taking care of things, masterminding solutions for everyone, while doing absolutely nothing when management is not in room. Has anyone else worked with someone like this? How do you deal with all the showboating without getting irritated? Has anyone seen these types ever get the karmic justice they deserve or do they just keep getting away with it forever.

Give it your best. I'll answer truthfully to the best of my knowledge.

Can onky imagine rhe Dan direct reports hiding in offices amd DEI Sr Directors using AI to answer " Now what?"

Really miss seeing Directors walking around Basking Ridge HQ parking lot claiming volunteer hours!!!

Every day, associates at BNY Mellon share raw, unfiltered feedback on TheLayoff.com—concerns about ongoing job cuts, shrinking mobility opportunities, and a workplace culture that feels increasingly uncertain. What’s striking isn’t just the volume of comments, but the silence that follows. People are asking whether Executive Leadership genuinely cares about what employees are experiencing or whether these voices are simply being ignored.

The Executive Committee has chosen not to acknowledge the discussions happening across these forums, and that silence speaks loudly. Associates want transparency. They want accountability. They want leadership to show that they understand the human impact behind restructuring decisions. Instead, the absence of communication creates more anxiety, more speculation, and more distrust.

So here’s the question for Executive Management and the broader community: If thousands of employees are expressing the same concerns, why is leadership staying quiet? Silence may be a strategy, but it’s not stewardship. It’s not engagement. And it’s not what a global workforce deserves.

It’s time for leadership to step forward, listen openly, and respond honestly. Employees aren’t asking for perfection—they’re asking for acknowledgment.

With everything that’s been happening lately, I’m finding myself wondering how candid I can or should truly be. I know the survey is presented as “confidential,” but I’m curious whether others feel comfortable giving completely honest feedback or if you’re holding back because of concerns about confidentiality or potential repercussions.

No judgment either way, I’m genuinely interested in how others are approaching it.

What are they not telling us?

I worked for Dell for 20 years and I was told that I can't recieve references from management or co workers. Nor can active Dell employees contact me post layoff. Has this happened to others?

Laptop, badge and COU and he said also password. Why? Is this the standard now?

Worst CISO ever. Spineless a-s who can’t stand for sh-t.

Do you think there is any value in Pulse Survey?

Nothing seems to change.

Things are even getting worse the more we complain.

This is optional. But it's optional.

It's anonymous. Almost.

Published by: BofA Executive Director of Sarcasm and Irony

(1) On a scale of 1 to 5, how excited are you to provide feedback that will be carefully reviewed, summarized, ignored, and filed away forever?

(2) How confident are you that leadership already knows the survey results before you submit them?

(3) Which follow-up action do you expect after this survey?
A. A thoughtful action plan
B. A vague email about “listening”
C. A slide deck proving engagement is up
D. Another survey asking why survey participation is down

(4) How valued do you feel when management asks for honest feedback and then explains why your feedback is wrong?

(5) What is the main purpose of this survey?
A. Improving the workplace
B. Measuring employee sentiment
C. Creating the appearance of concern
D. Supporting someone’s promotion packet

(6) How much do you agree with this statement: “My feedback directly contributes to leadership bonuses, even if it contributes to nothing else.”

(7) If this survey leads to action, which action is most likely?
A. More meetings
B. More dashboards
C. More corporate language
D. More reminders to complete the next survey

(8) How safe do you feel being completely honest in an anonymous survey that somehow still knows your department, level, manager, location, and employee group?

(9) Which phrase would you most like to see retired from the survey results email?
A. “We hear you”
B. “Actionable insights”
C. “You spoke, we listened”
D. “We are committed to transparency”

(10) Would you recommend this survey to a coworker?
A. Yes, if they enjoy performance art
B. Yes, if they need a break from real work
C. No, but I’ll forward the reminder anyway
D. Only if leadership completes one too

I will be 3 steps removed from her? Is she a beligerent bulldog or sharp and savy?

Let's do it, you've got to do it. but it's optional. It's anonymous, I promise, for real.

Exxon Quarterly Employee Survey by VP of Sarcasm and Irony

1. On a scale of 1 to 5, how excited are you to provide feedback that will be carefully reviewed, summarized, ignored, and filed away forever?

1. How confident are you that leadership already knows the survey results before you submit them?

1. Which follow-up action do you expect after this survey?

• A. A thoughtful action plan
• B. A vague email about “listening”
• C. A slide deck proving engagement is up
• D. Another survey asking why survey participation is down

1. How valued do you feel when management asks for honest feedback and then explains why your feedback is wrong?

1. What is the main purpose of this survey?

• A. Improving the workplace
• B. Measuring employee sentiment
• C. Creating the appearance of concern
• D. Supporting someone’s promotion packet

1. How much do you agree with this statement: “My feedback directly contributes to leadership bonuses, even if it contributes to nothing else.”

1. If this survey leads to action, which action is most likely?

• A. More meetings
• B. More dashboards
• C. More corporate language
• D. More reminders to complete the next survey

1. How safe do you feel being completely honest in an anonymous survey that somehow still knows your department, level, manager, location, and employee group?

1. Which phrase would you most like to see retired from the survey results email?

• A. “We hear you”
• B. “Actionable insights”
• C. “You spoke, we listened”
• D. “We are committed to transparency”

1. Would you recommend this survey to a coworker?

• A. Yes, if they enjoy performance art
• B. Yes, if they need a break from real work
• C. No, but I’ll forward the reminder anyway
• D. Only if leadership completes one too

Can anyone confirm the great Mr Bob T is still at fis or left last week?

1. Meta's CTO, Andrew Bosworth, admitted the company's AI reorganization was poorly communicated and that leadership did "an atrocious job explaining the vision."

https://www.inc.com/jessica-stillman/the-worst-its-ever-been-why-metas-massive-ai-reorg-backfired-spectacularly/91363370

1. Bosworth acknowledged employee morale has likely reached "the worst it's ever been."

2. The new Applied AI division left many engineers feeling directionless, unsupported, and disconnected from leadership.

3. One major problem was excessively large management spans, with some managers overseeing well over 20 direct reports.

4. Employees reported feeling like anonymous members of oversized, hastily assembled teams rather than valued contributors.

5. Meta now plans to cap managers at roughly 20 direct reports, reduce unnecessary manager changes during reorganizations, and introduce AI coaching tools.

6. Organizational psychologist Bob Sutton noted that research has long shown large teams suffer from coordination, collaboration, and communication problems.

7. Studies indicate that smaller teams are particularly important for creative, innovative, and highly interdependent work like AI development.

8. Research covering more than 50 million papers, patents, and software projects found teams with fewer than five members were most likely to produce disruptive innovations.

9. The article compares Meta's situation to Jeff Bezos' "Two Pizza Rule," which advocates keeping teams small enough to be fed with two pizzas.

10. As Amazon evolved, it shifted toward assigning a single accountable leader to large initiatives while preserving clear ownership and coordination.

11. Meta's reorganization appears to have done neither: teams remained very large without strong centralized ownership, contributing to confusion and declining morale.

12. The article warns that current trends toward eliminating middle management can backfire, particularly in knowledge work requiring creativity and close collaboration.

13. Leadership coach Beth Steinberg argues that managers with too many reports cannot effectively coach, develop, or support employees, leaving them only able to push work forward.

14. The overall lesson is that organizations seeking flatter structures should carefully balance efficiency with effective management, communication, and team size, especially in innovation-driven environments like AI.

Anybody else have their Co-Pilot surreptitiously shut down?

AI first right?!

I would love some honest comms. Just tell us the truth, or is the truth too scary..?

My manager moved to another team so what's the point?? Lol

I'm sure it's not anonymous so does it even matter?

I can’t believe these people are the leadership.

I’ve literally heard nothing about engine in my functions for months. Anyone have insight into it? Is it working? Or is it like agile, and we’ll just all forget it, and it’s associated magical thinking, ever happened?

Cringeworthy LinkedIn profiles for regional vp’s.

Staged store photos of everyone holding bogus awards or giving the camera the number “one” sign. (((Cringe)))

Describing jobs and management positions as “amazing opportunities “. Using words like “golden store”. “Winning team”. It makes my skin crawl. (Cringe)

It’s so misleading it’s actually very sad

Yet some poor soul will believe this and apply for one of these jobs

I feel like crying. I really wanted this option. Fu-k my life.

https://www.tipranks.com/news/the-fly/centene-staff-buyouts-unliklely-related-to-wakely-data-says-barclays-thefly-news

Sarah’s message was essentially: ‘when membership shifts, the organization must shift too.’

Barclays may be right about Wakely. It still doesn’t explain the scale of the restructuring. We all know layoffs have been happening every month, largely in the shadows.

Maybe the leaders can’t find their as--s with both hands. In any event, they’re almost certainly not being truthful.

Billionaire Michael Dell's "generous" donation to children's investment accounts is just another front in the deep state's war on self-reliance, and I have the conspiracy theories to prove it.
In a shocking turn of events that has absolutely nothing to do with the deep state’s insidious plot to indoctrinate our youth, billionaire Michael Dell has announced a $6.25 billion “donation” to fund so-called “Trump Accounts” for children. Coincidence? I think not. Let’s break this down, folks—because if you’re not questioning this, you’re already asleep at the wheel.

First off, “Trump Accounts”? Really? That’s what they’re calling them now? I’m sure the name is just a happy accident and not at all a calculated move to make conservatives warm up to what is clearly a socialist wealth redistribution scheme. $250 per kid? That’s barely enough to buy a single share of GameStop, and we all know the elites don’t want your kids learning about the free market. They’d rather they grow up dependent on government handouts—or in this case, billionaire handouts.

And let’s talk about the income cutoff: $150,000. That’s suspiciously specific. Why not $149,999? Because they needed a round number to hide the fact that this is really about tracking families. Mark my words, this is just another way for the globalists to catalog who’s “middle class” and who’s not. Next thing you know, they’ll be implanting microchips in these accounts—wait, actually, that’s probably already in the fine print.

But here’s the real kicker: 80% of Texas ZIP codes qualify. EIGHTY PERCENT. Folks, that’s not generosity—that’s an admission that the economy is rigged. If 80% of families are making under $150,000, then who’s hoarding all the money? Oh right, the same people “donating” it back to us like some kind of twisted charity tax write-off. Wake up, sheeple!

And of course, the urban elites in Austin, Dallas, and Houston are mostly excluded. Convenient, isn’t it? The very cities where the tech overlords and government puppets live get to opt out of their own socialist experiment. Meanwhile, the rest of Texas gets a measly $250 per kid—probably in digital currency so they can phase out cash and control your spending.

This isn’t philanthropy. This is conditioning. They’re training the next generation to rely on handouts instead of hard work. And by the time these kids grow up, they’ll be so used to government (or billionaire) intervention that they won’t even question it. Well, I’m questioning it. And you should too. Because if there’s one thing the elites hate, it’s people who can still think for themselves. Stay vigilant, patriots. The tofu-pushing deep state is always watching.

How many are actually giving the bad feedback in your pulse surveys? Are you giving the real, or just leaving the boxes open?

The Wage and Hour Division is responsible for enforcing some of the nation’s most comprehensive federal labor laws. This is protected and has nothing to do with your Servance package. Online filing is easy and can be anonymous as well. Would like to see how many people did it.

https://webapps.dol.gov/contactwhd/

Thanks to this board, I no longer need a therapist — just my keyboard, complaint, and forty other disgruntlement employees shouting ‘SAME’ back. It’s good to know I’m not alone in this journey. Stay blessed:) Have a good weekend ya’ll

Former employee here. Just tried applying for a position that I’m overly qualified for and didn’t even get a call back. I’ve heard rumors of former employees being blacklisted, but does anyone have any proof?

Perfect timing for an employee survey

https://www.crn.com.au/news/2026/partners/dxc-technology-worker-speaks-out-against-underpayment